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Managing Redudancy PDF
Managing Redudancy PDF
Managing Redudancy PDF
Managing Redundancy
Section 2: Model Letters and Documents
Model Letter 1: Start of consultation - selection by interview Model Letter 2: Closure of department, institute or centre Model Letter 3: Employees job matched to post in new structure Model Paper 1: Start of consultation Start of Consultation: Example presentation Consultation Checklist Model Letter 4: End of consultation Model Paper 2: Example end of consultation paper Model Paper 3: Paper to Redundancy Committee Model Letter 5: Notice of Redundancy Redundancy Staff Information Matrix Reorganisation Planning Tool: No redundancies expected Reorganisation Planning Tool: Redundancies expected 41 44 46 48 53 58 61 63 68 72 75 76 77
Managing Redundancy
Model Letter 1
Topic: From: To: When: Start of Consultation, selection by interview Manager introducing change All employees affected by change Immediately after staff briefing on proposed changes
Private and Confidential Dear [employees name], Re: Proposed (change e.g. merger of.) I refer to our informal discussions on [date(s)] and the briefing on [date] regarding the above proposal(s). I write to confirm that this letter marks the beginning of a [number of days] day period of formal consultation with staff affected by the proposal(s). This period of consultation will end on [date]. [Trade Union] were advised of the proposal(s) on [date]. I am writing to explain how the proposed change(s) will affect you, and to invite you to submit any comments or questions you may have on the method of implementing the new structure, or on your own personal situation. I am conscious of how important it is to use the insight and suggestions of those directly involved in this [area/ service/ discipline] to inform and refine my plans and I would welcome therefore, any comments or suggestions you have. Your feedback can be given directly to me or [name of Human Resources contact supporting the change] or via your Trade Union representative if you prefer. Background and rationale for the proposal(s) [Briefly summarise reason for change] Summary of proposal(s) [Briefly summarise proposal]. I attach a copy of the consultation document and draft job descriptions for your information. Implications for your post Unfortunately, the effect of the proposal(s) is that your current post as [Job Title of employee] will cease to exist and I must advise you that you are at risk of redundancy. You will however be invited June 2008 41
Managing Redundancy
to apply for posts in the new structure and have been ring fenced against [Job title of post ring fenced to]. I enclose copies of the draft Job Descriptions for your information. If you wish to apply for more than one post, you will be asked to express a preference in your application. You are of course, welcome to apply for any other available posts within the structure if you wish and you will be informed when these are being advertised. Please be aware however, that in instances where a particular post has been ring fenced to one or more individuals, then their applications will be considered in advance of any other staff who is at risk but not ring-fenced to that post. Method of selection It is anticipated that applications for new roles will be invited by letter. I will write to you again, after the consultation period has ended, to provide further details about the recruitment process and how to apply. On completion of interviews successful applicants will be advised of their start date in the new role. An interview panel will assess candidates against the criteria outlined in the person specification for the new roles on the basis of their written application, performance at interview, and performance at any appropriate selection tests used. If you are not successful, you will be issued with notice of redundancy. However, efforts will be made to identify redeployment opportunities within the College. If you choose not to apply for a position in the new structure, you will become redundant and formal notification will be issued accordingly. Applications for other posts If you decide to apply for internal vacancies, normal short-listing procedures will be applied, and applications tested against the job description and person specification. All interview panels will assess candidates on the basis of their written application, performance at interview and performance on selection tests where these are considered appropriate. When applying for internal vacancies, it would be helpful if you highlight your at risk status in your application. Individual Consultation Meeting I appreciate that you may wish to discuss your options and the process, and therefore, I have arranged to meet with you for a confidential discussion on [Date] in [Location]. [Name ], from the Human Resources Department will be present at the meeting. You may also be accompanied to the meeting by a representative of your choice.
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Managing Redundancy
I understand that this is a difficult period for you and would like to take this opportunity to remind you of the Employee Assistance Scheme, a confidential service offered to all our staff on free-phone 0800 243458. I enclose a copy of a leaflet about the scheme for your information. Yours sincerely,
Manager Encl: Consultation Paper Draft Job Description(s) HR Code of Practice on Managing Redundancy HR Code of Practice on Redeployment Agreed Exit Schemes
June 2008
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Model Letter 2
Topic: From: To: When: Start of Consultation: department, institute or centre closure Manager introducing change All employees in the Department, institute or centre Immediately after announcement of closure
Dear [name of employee], Re: Proposed (closure of.) I refer to our informal discussions on [date(s)] and the briefing on [date] regarding the above proposal(s). I write to confirm that this letter marks the beginning of a [number of days] day period of formal consultation with staff affected by the proposal(s). This period of consultation will end on [date]. [Trade Union] were advised of the proposal(s) on [date]. I am writing to explain how the proposed change(s) will affect you, and to invite you to submit any comments or questions you may have on the method of implementing the new structure, or on your own personal situation. I am conscious of how important it is to use the insight and suggestions of those directly involved in this [area/ service/ discipline] to inform and refine my plans and I would welcome therefore, any comments or suggestions you have. Your feedback can be given directly to me or [name of Human Resources contact supporting the change] or via your Trade Union representative if you prefer. Background and rationale for the proposal(s) [Briefly summarise reason for change] Summary of proposal(s) [Briefly summarise proposal]. I attach a copy of the consultation document and draft job descriptions for your information. Implications for your post 44 June 2008
Managing Redundancy
Unfortunately, the effect of the proposal(s) is that your current post as [Job Title] will cease to exist and I must advise you that you are at risk of redundancy. Applications for other posts If you decide to apply for internal vacancies, normal short-listing procedures will be applied, and applications tested against the job description and person specification. All interview panels will assess candidates on the basis of their written application, performance at interview and performance on selection tests where these are considered appropriate. When applying for internal vacancies, it would be helpful if you highlight your at risk status in your application. Individual Consultation Meeting I understand that you may wish to discuss your options and the process and I have arranged to meet with you for a confidential discussion on [Date] in [Location]. [Name ], from the Human Resources Department will be present at the meeting. You may also be accompanied to the meeting by a representative of your choice. I appreciate that this is a difficult period for you and would like to take this opportunity to remind you of the Employee Assistance Scheme, a confidential service offered to all our staff on free-phone 0800 243458. I enclose a copy of a leaflet about the scheme for your information. Yours sincerely, Manager Encl: Consultation Paper Draft Job Description(s) HR Code of Practice on Managing Redundancy HR Code of Practice on Redeployment
Agreed Exit Schemes
June 2008
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Managing Redundancy
Model Letter 3
Topic: From: To: When: Start of consultation, employees job matched to post in new structure Manager introducing change Any employee whos job has been matched against job in new structure Immediately after staff briefing on proposed change
Private & Confidential Dear [name of employee], Re: Proposed (change e.g. merger of...) I refer to our informal discussions on [dates] and the briefing on [date] regarding the above proposals, I write to confirm that this letter marks the beginning of a [number of days] period of formal consultation with staff affected by the proposals. This period of consultation will end on [date]. I am writing to explain how the proposed change(s) will affect you, and to invite you to submit any comments or questions you may have on the method of implementing the new structure, or on your own personal situation. I am conscious of how important it is to use the insight and suggestions of those directly involved in this [area/ service/ discipline] to inform and refine my plans and I would welcome therefore, any comments or suggestions you have. Your feedback can be given directly to me or [name of Human Resources contact supporting the change] or via your Trade Union representative if you prefer. Background and rationale for the proposals [Briefly summarise reason for change] Summary of proposal [Briefly summarise proposal]. I attach a copy of the proposal document and draft job descriptions for your information. Implications for your post
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June 2008
Managing Redundancy
Having compared your current role against those in the proposed new structure, I am pleased to confirm that your role has been matched against the [Job Title] in the [Department, Institute or Centre]. A copy of the draft Job Description and structure is attached. You are of course welcome to apply for any other available posts within the structure. However, you should be aware that the application of any individual who is specifically ring fenced to the post or who are otherwise at risk of redundancy will be considered in advance of yours. Individual Consultation Meeting I appreciate that you may wish to discuss your options and the process, and therefore, I have arranged a meeting to meet with you for a confidential discussion on [Date] in [Location]. [Name], from the Human Resources Department will be present at the meeting. You may also be accompanied to the meeting by a representative of your choice. I understand that this is a difficult period for you and would like to take this opportunity to remind you of the Employee Assistance Scheme, a confidential service offered to all our staff. I enclose a copy of a leaflet about the scheme for your information. Yours sincerely,
Manager Encl: Consultation Paper Draft Job Description(s) HR Code of Practice on Managing Redundancy HR Code of Practice on Redeployment Agreed Exit Schemes
June 2008
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Managing Redundancy
Model Paper 1: Start of Consultation Paper for Consultation with Staff and Trade Unions Re: Proposed Changes in [Department, Institute or Center] [Date], [Author ]
1 Introduction This paper sets out the proposals for changing the structure of [Department, Institute or Centre]. [OR: closing Department, Institute or Centre OR merging Department, Insitute or Centre with Department, Institute or Centre] The paper outlines the reason(s) for change and how the proposals will meet these requirements. Informal discussions regarding the above took place between [date] and [date]. Formal consultation on the proposals outlined below will take place between [date] and [date ] The process for change is set out in Sections 6 - .
2 Background and current situation [Briefly summarise the current situation along with any relevant background information. e.g. The current structure was developed to facilitate xxx. In xxx the department was merged with xxxx . Include a copy of the current organisational structure chart.]
3 Why change is necessary [Outline of rationale or drivers for change. These may include: financial considerations, need to improve efficiency, changes in strategy, changes in customer needs.]
4 Proposed changes [Set out the proposed change in detail including a copy of the proposed new structure chart and draft Job Descriptions where applicable or available. Explain how the proposals will address the issues identified in section 3.0. Summarise by listing the number and types of posts which will be at risk as a result of the change.]
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5 College approval and authorisation It is anticipated that PSG will approve the above proposals on [date]. I will then ask the Chairman of [Council] or [Staff Policy Committee] to approve the proposals on [date]. In accordance with the HR Code of Practice on Managing Redundancy, the College will establish a Redundancy Committee. The role of the Redundancy Committee will be to ensure that the process for change is consistent, fair and as transparent as possible. The Committee is likely to comprise [Names].
The College recognises the value and importance of obtaining the views and suggestions of all affected staff as well as their Trade Union representatives about any proposal(s) for change as these are usually improved when informed by the collective knowledge and experiences of those directly involved. In addition to the collective consultation process, [Name of Human Resources contact] and I will arrange to meet with each of you to consider your individual circumstances and concerns. Comments or questions regarding the proposals may be conveyed via your trade union representative, Human Resources contact or direct to me. 6.2 Minimising Redundancies
The College is committed to making every effort to minimise the number of compulsory redundancies and will seek to do so by: introducing a recruitment freeze on all [type of posts relevant to those affected] posts; considering requests for early retirement; redeployment (please see 6.5). [Insert the next two bullet points if applicable:]